The Director for Diversity, Equity and Inclusion (DEI) for Human Resources will be the accountable leader for developing and executing critically important strategic DEI work across the Human Resources (HR) function. This leader will report to the Vice President for Human Resources and will collaborate extensively with HR peers, colleagues in the Office of Diversity and Inclusion, and other stakeholders and leadership across the institution in this work. Provides professional expertise, strategic leadership, administrative oversight, and collaborative guidance for diversity, equity and inclusion including programmatic, consultative and analytical operations for Human Resources. The vision for this leader is to actively work to enhance the recruitment, retention, and employee experience of historically underrepresented and underserved minority populations as well as other employees with a variety of intersectional identities within Johns Hopkins. Ultimately, we desire to create and drive a culture of inclusive excellence for all faculty and staff.
This leader will help develop critical DEI strategies to enhance HR work, will be a liaison to other offices regarding important work in the sub-functions of HR that impact DEI at the university, and will be accountable for specific projects and initiatives. We will need this leader to build highly collaborative and constructive relationships with our Diversity Leadership Council (DLC) and other affinity and employee resource groups. We anticipate that reporting to this leader will be other programmatic and coordinating staff, and the size of the team will evolve over time.
This leader may also be asked to collaborate and support similar efforts across Finance and Administration offices for Johns Hopkins University (JHU).
Role and Responsibilities:
Partner with VP for HR, peers in the various sub-disciplines of HR, HR staff in the divisions and departments to develop a specific DEI strategy for the work of HR. Ensures this strategy is aligned with university wide commitments and priorities, many outlined in the Roadmap for Diversity and Inclusion
Work with colleagues in HR to understand critical work they are doing and ensure DEI is imbedded where appropriate, and be able to articulate status and report on progress of these initiatives to other stakeholders.
Act as the primary liaison to the Office of Diversity and Inclusion (ODI) (part of the Office of the Provost) regarding HR activities and collaborative projects (e.g. Diversity Roadmap Activities, climate surveys, etc.).
Represent the HR function as an ex officio member of the Diversity Leadership Council (DLC).
Also collaborate where appropriate, with DEI staff at the Johns Hopkins Health System (JHHS), a separate employer.
Build connections to and successful partnerships with DMV area employers, educational institutions (particularly local HBCUs), community and religious and other civil/social organizations to facilitate civic engagement, economic and talent development.
Assist with the assessment of current state of DEI practices, policies, programming, etc. for HR and other areas (upon request) and document both best practices, gap areas and recommendations for scaling/optimizing best practices, leveraging synergies and adopting new practices to address gaps.
Leverage data from university wide climate surveys to inform continuous improvement efforts.
Highlight and promote these efforts to build the Johns Hopkins brand as an Employer of Choice using a variety of means and platforms including web/digital, print, events, etc.
Share best practices in DEI with HR colleagues, other leadership and staff as well as peer research universities.
Provide guidance and oversight to and affinity and employee resource groups, provide them with updates on HR activities, and bring concerns of these groups to the attention of HR.
Drive the updating and analysis of the staff composition report. Conduct additional analysis as appropriate. Ensure there is alignment with counterpart reports on faculty and student composition.
Facilitate the tracking and reporting data on diversity efforts to evaluate the effectiveness of programs and services within the positions programmatic portfolio. Help prepare presentations to be shared with HR and other university leadership.
Envision, design and implement DEI projects including various events and programming. Potential areas of focus include (but are not limited to): talent acquisition, onboarding, benefits, compensation, engagement, employee development, and Johns Hopkins University as an employer of choice, etc.
Organize and execute projects and events including educational and professional development workshops/seminars for the community to promote DEI best practices, and invite internal and external subject matter experts to facilitate training/seminars, in collaboration with HR and ODI colleagues.
Continuously monitor impact and success of programming efforts, use data to iterate, scale and optimize current offerings as well as exploring new offerings.
Other Potential Duties:
In addition, this leader may be asked to provide strategic consulting and support to other organizations within the University s Finance and Administration offices, striving to build capacity and capability in DEI in such areas as programming, policy, tools, and data/metrics.
Bachelor's degree in related field.
Five to seven+ years of related experience, progressively responsible administrative or leadership related to diversity, equity, and inclusion; program development and assessment experience is required.
Additional education may substitute for required experience and additional related experience may substitute for required education, to the extent permitted by the JHU equivalency formula.
Master's degree in related or equivalent combination of training and experience preferred.
Previous experience working in higher education also preferred.
Previous experience in supervising staff is preferred.
Special knowledge, skills, and abilities:
Demonstrated experience in advancing diversity and inclusion efforts within complex organizational structures including consulting and program building.
Sound judgement, resiliency, political acumen, situational awareness, emotional intelligence, influencing skills and flexibility.
Proven experience and success in facilitating groups of varying in size, scope, and stakeholder composition.
Strong project management and event planning skills, with the ability to effectively manage many simultaneous projects and issues. Capacity to be effective, maintain productivity, and keep focus on results.
Strong verbal and written communication skills, including ability to present to large audiences and write creative cogent communication with students, faculty, staff and leadership.
Excellent communication and relationship building skills with an ability to prioritize, negotiate, and work with a variety of internal and external individuals and organizations.
Demonstrated ability to collect, analyze, and synthesize qualitative and quantitative data to evaluate programs and monitor progress over time for reflection and action by stakeholders.
Personal qualities of integrity, honesty, credibility, and dedication to the mission of JHU, Ability to maintain sensitive and confidential records and information.
Proficiency in MS Office Suite, Web based collaboration and meeting tools (e.g. One Drive, Teams, etc.),
Technical qualifications or specialized certifications:
Certificate in DEI from an accredited organization is preferred
Classified Title: Director, DEI for Human Resources Working Title: Director, DEI for Human Resources Role/Level/Range: ATP/04/PH Starting Salary Range: $113,170 - $155,650 - $198,110 Commensurate with experience Employee group: Full Time Schedule: M-F/8:30-5 with occasional off-hour work for events, etc Exempt Status: Exempt Location: Johns Hopkins at Eastern Department name: 10001537-VP of Human Resources Personnel area: University Administration
Total Rewards The referenced salary range is based on Johns Hopkins University's good faith belief at the time of posting. Actual compensation may vary based on factors such as geographic location, work experience, market conditions, education/training and skill level. Johns Hopkins offers a total rewards package that supports our employees' health, life, career and retirement. More information can be found here: https://hr.jhu.edu/benefits-worklife/
Please refer to the job description above to see which forms of equivalency are permitted for this position. If permitted, equivalencies will follow these guidelines: JHU Equivalency Formula: 30 undergraduate degree credits (semester hours) or 18 graduate degree credits may substitute for one year of experience. Additional related experience may substitute for required education on the same basis. For jobs where equivalency is permitted, up to two years of non-related college course work may be applied towards the total minimum education/experience required for the respective job.
**Applicants who do not meet the posted requirements but are completing their final academic semester/quarter will be considered eligible for employment and may be asked to provide additional information confirming their academic completion date.
The successful candidate(s) for this position will be subject to a pre-employment background check. Johns Hopkins is committed to hiring individuals with a justice-involved background, consistent with applicable policies and current practice. A prior criminal history does not automatically preclude candidates from employment at Johns Hopkins University. In accordance with applicable law, the university will review, on an individual basis, the date of a candidate's conviction, the nature of the conviction and how the conviction relates to an essential job-related qualification or function.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.
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